We hear it all the time: Diversity makes a workplace better.
But how does it enhance a team and a workplace? What do teams need to do to foster it? How does inclusion work its way in?
First and foremost, diversity must be defined. When we worked with a team of experts, they defined it for us.
Diversity means difference. Difference is relational in nature, it exists between people not in people.
Hiring diversely means hiring people from numerous backgrounds and cultures in order to foster a workplace built on respect for others and a feeling of belonging and inclusion.
After all, it’s important to understand that diversity and inclusion must go hand-in-hand. Diversity without an effort towards inclusion in the workplace is a bandage solution for a long-term problem. When the two are utilized together, workplaces have the tools they need to succeed.
How Diversity Impacts a Team
Deloitte Research states, “…diversity of thinking is a wellspring of creativity, enhancing innovation by about 20 percent. It also enables groups to spot risks, reducing these by up to 30 percent. And it smooths the implementation of decisions by creating buy-in and trust.” (Source)
Beyond just the effect that diversity has on the decision-making skills on the team, it has a strong effect on the culture of a workplace because research shows that employees want to work in diverse places. A 2019 study from Glassdoor found that 50% of employees “across all countries surveyed believe their company should do more to increase diversity and inclusion, with younger employees in each country more likely to express the need for change…” (Source)
Inclusivity in Leadership
“Teams with inclusive leaders are 17% more likely to report that they are high performing, 20% more likely to say they make high-quality decisions, and 29% more likely to report behaving collaboratively.” (Source)
Inclusive leaders promote inclusivity within their teams. Having this culture demonstrated at the high levels of a company means that lower-level employees are able to not only see themselves represented in their managerial teams but the rules and regulations within a company are created by those with an eye towards a culture of belonging.
“Inclusive leadership is not about occasional grand gestures, but regular, smaller-scale comments and actions. By comparing the qualitative feedback regarding the most inclusive (top 25%) and the least inclusive (bottom 25%) of leaders in our sample, we discovered that inclusive leadership is tangible and practiced every day.” (Source)
How have you seen diversity affecting your team? Does your company have diversity and inclusion goals in mind for 2020?
In the coming months, we’ll be sharing a lot more about diversity on our blog as companies continue to invest in diversity recruiting in 2020. Be sure to follow along on Facebook and Twitter to see all of the newest posts!